The Equivalent Worker Report (EWR) is a key document in employer-sponsored visa applications. Its main purpose is to demonstrate that the nominated foreign worker is employed on terms comparable to a local equivalent worker.
However, many employers make mistakes while preparing EWRs, which can delay the visa process or even lead to rejection. This guide highlights common errors and tips to avoid them.
1. Choosing an Incorrect Equivalent Worker
Mistake:
Comparing the nominee with a local worker whose role, skills, or responsibilities are not truly equivalent.
Impact:
DHA may consider the comparison invalid, questioning the fairness and compliance of employment.
How to Avoid:
Select a local worker in the same or very similar role
Match responsibilities, required skills, qualifications, and experience
Document why this employee was chosen as the equivalent
2. Incomplete or Missing Salary Comparison
Mistake:
Failing to provide clear details of base salary, allowances, superannuation, or other benefits
Comparing only base salary without including total employment conditions
Impact:
DHA may view the nominee as underpaid or overpaid, leading to compliance concerns.
How to Avoid:
Include full employment terms: base salary, superannuation, leave entitlements, bonuses
Ensure alignment with industry standards and legal minimums
3. Not Aligning Job Duties or Responsibilities
Mistake:
Comparing roles that do not share the same duties, responsibilities, or reporting lines
Using vague descriptions like “general IT tasks”
Impact:
DHA may question the genuineness of the position or the comparison.
How to Avoid:
Provide specific duties for both the nominee and equivalent worker
Highlight similarities and note any minor differences with justification
4. Weak or Missing Justification
Mistake:
Failing to explain why the nominee’s employment is justified compared to the equivalent worker
Not linking the role to business needs, projects, or skills gaps
Impact:
Immigration authorities may consider the position unnecessary or inflated.
How to Avoid:
Clearly state why the nominee is essential for business operations
Show how the nominee fills a skills gap or supports specific projects
Link justification to both the GPR and Nominee Report
5. Inconsistencies With Other Documents
Mistake:
Conflicting information with Genuine Position Report (GPR), Nominee Report, or employment contracts
Salary, duties, or role description not matching
Impact:
DHA may flag discrepancies, causing delays, audits, or rejection
How to Avoid:
Ensure all visa documents are consistent
Cross-check salary, duties, and position description
6. Missing Signatures or Authorization
Mistake:
EWR not signed by an authorized representative
No designation or date included
Impact:
The report may be considered invalid by DHA.
How to Avoid:
Have the report signed by a CEO, HR manager, or authorized employer representative
Include designation, contact details, and date
Best Practices to Avoid Errors
Choose the correct equivalent worker
Provide complete salary and employment details
Align job duties and responsibilities clearly
Justify the nominee’s employment with business needs
Ensure consistency with GPR, Nominee Report, and employment contracts
Include all supporting documents
Get the report signed and authorized
Conclusion
Errors in the Equivalent Worker Report are one of the main reasons for visa delays or rejections.
By avoiding these common mistakes and following best practices, employers can:
Demonstrate fair and compliant employment
Strengthen the GPR and Nominee Report
Minimize risks of visa delays, audits, or rejections
Pro Tip: Always maintain clear documentation for each comparison point and ensure the EWR is aligned with all other visa documents.